In New York State and across the country, treatment of employees has come to the forefront of the news. Much of that centers around sexual harassment. However, there are a seemingly endless number of ways in which an employer can be accused of committing workplace discrimination in some form. Just as harassing behaviors and the negative impact it has on the employer's reputation and ability to function is problematic, so too is it destructive to be accused of age discrimination. Understanding what constitutes age discrimination is key when there are allegations of it. Knowing what it entails is critical to a defense.
The number of complaints about sexual harassment in the workplace has skyrocketed in recent months due to stories in the news and protest movements regarding its prevalence. In New York, New Jersey and throughout the Tri-State area, employers must be cognizant and quick to respond to these allegations as they can severely hamper a business's bottom line and its reputation. For those employers, a law firm that understands both sides of the equation can provide that defense.
In New York State and across the country, sexual harassment of employees is being treated with much more seriousness than it once was. It is a common topic of discussion and everyone who has been subjected to this type of treatment and violation of employment law has the right to be heard. However, employers are under siege, often for factors they were either unaware of or that did not meet the threshold to be considered sexual harassment. This can lead to lawsuits that will take time and money to defend as well as a negative perception in the public sphere.
In the current climate, businesses are paying greater attention to how their employees behave. This is true whether it is a small "mom and pop" store or a large, publicly held business. Should an employee be accused of violating employment law with poor behaviors such as sexual harassment, it is inevitable that the person's job will be in jeopardy contingent on the results of an investigation. If the allegations are shown to be accurate, there will be a dismissal. Many employees will protest this and proclaim wrongful termination. Employers must make sure they are firmly grounded in the law and understand how to formulate a defense against allegations of wrongdoing in dismissing an employee.
In today's climate, employers are understandably fearful of being accused of various violations of employment law. For any entity in New York, public or private, being confronted with allegations of sexual harassment, wrongful termination and any other employment-related circumstance can cause short and long-term problems, diminish reputations, and cost substantial amounts of money. Having a legal defense that is experienced with these matters can make the difference in any case.
Small business or large, it is important that employers take the time to ensure employee policies are set in place. Drafting these documents not only sets guidelines, but also helps to provide certain protections for employees as well as an employer. In the wake of the "#Me Too" campaign, it is an important time for employers in New York and elsewhere to re-evaluate their sexual harassment policies.
Being employed by a company means more than just representing the company and completing the work task assigned. An employee is a person afforded rights in the work environment, meaning that employers must treat each of them a certain way. This also means that employees have an expectation that they will be safe from certain events or treatment, such as discrimination, harassment and wrongful termination.
Whether you own or operate a small or large business, the one thing that any employer has to address is what type of employees they will hire. Whether that means developing an employee manual or navigating issues that occur in the workplace, it is vital for employers to understand how best to handle these matters to ensure their rights are protected, as well as the rights of their employees.
No work environment is perfect and no business runs perfect and smoothly. Thus, employers are constantly faced with many issues when it comes to running a business and keeping employees happy and safe. This often means revisiting policies that outline the practices in the work environment. This can be a detailed and complex process, often requiring assistance and guidance along the way.
Often, when an employer reviews a complete job application and has a successful interview with the candidate, they may be ready to extend an offer of employment to the individual. However, it is a good practice in many cases for a New York employer to first utilize a background check to learn more about the individual's history and possible legal troubles. This post will briefly discuss some of the information that an employer may discover through a pre-employment background check and what information is considered confidential.